Rights at Work: worth voting for

Most people work, and in New Zealand we work some of the longest hours in the developed world.

Our working lives are critical to our health and to the well-being of families and communities.

How people work also determines the country’s economic success.  

So it makes sense for all New Zealanders that workers are supported with basic rights — and for workers, the government and employers to act in partnership to achieve the best we can together.

And unless Kiwi workers are sure of getting a  fair go and are getting a say in how the workplace is running the big jump in productivity that everyone wants just won’t happen.

What’s at stake
During the 1990s, the National government launched a fierce attack on workers’ rights through the Employment Contracts Act. Workers were treated as commodities, wages fell, unemployment was high and productivity low

With Labour and the Employment Relations Act, there’s been some success at rebuilding rights, although much remains to be done, particularly around collective bargaining.

Fire at Will Bill
National’s plans to amend the Employment Relations Act would again undermine workers’ rights.

As well, National would introduce a bill giving employers the right to sack new employees for no reason in their first 90 days in a new job.  That will take rights from hundreds of thousands of New Zealanders every year.

Labour is more committed to a partnership model, and has made progress in the public sector. But change is urgently needed in the private sector.

Redundancy
New Zealand workers have no guaranteed right to redundancy except if they are employed under a collective agreement that has a redundancy clause.

Most workers are not covered by collective agreements. With tougher economic times, redundancies are more likely.

Unions are part of a modern economy
In a modern economy, workplaces need to respond quickly to a fast-changing world.

But governments and employers need to realise that workers are key players in this process – and that unions are the best way of harnessing their energy.

Instead of reacting to every reasonable request for basic rights – including pay equity, redundancy and restructuring provisions, health and safety, and collective rights – as an attack, employers need to build relationships with workers’ representatives, and share the benefits.

What’s needed
The CTU says policies need to be coordinated to achieve increased workplace productivity, skills development, high wages and social equity.

Some areas to focus on are:
• Effective industry employment strategies, including industry standards and multi-employer collective bargaining.
• Recognition for unions as legitimate representatives of workers.
• Basic protection around redundancy, casualisation, labour hire and contract workers.
• A stronger “worker” voice in modern workplaces.

Employers misled
Employers have somehow been persuaded that workers’ rights are detrimental to their business.

For example, an employers’ association in January 2008 went as far as to say, “the personal grievance industry is way out of hand” — when in fact, the OECD lists New Zealand fourth out of 155 countries for the ease of employers starting or ending an employment relationship.

Political leadership
Political leaders of all parties need to recognise that stronger worker rights are not the problem but the solution to making all New Zealanders better off.

Another round of attacks on workers will only do the opposite.